Imagine for a moment, it’s the summer of 1916-7. Horses are your prized possessions – critical for transport, movement, and work.
From the Blog on organisational change
Sometimes it can be helpful to look in the mirror. To ask ‘how do I contribute both to the barriers and to the way forward?’
Stories impact how we experience change. And change itself is a story. And our stories are never finished, they are always ‘to be continued’.
Ego defined is a person’s sense of self-esteem, self-importance, self-worth. Humans have it. But can organisations have egos?
In organisational change we think everyone will stick to the plan, it will go at a steady pace, delivered on time, and no tantrums will occur. Not true.
Organisational change involves empathy – seeing the organisation through the eyes and lives of the other. And not forcing them to see as you do.
In organisational change, you’re going to experience self-doubt. Therefore, what will you do with it when it does show up. Where will you put it?
Seeing the culture in which you operate in opens up possibility. Possibility for navigating it, for finding the language, signs, symbols to use.
The time we spend on finding digital solutions should be inversely proportional to the time we spend on the required change process in our organisations.